✦ LEARNING EXPERIENCE DESIGN

Designing Learning
Around the Learner.

A people-centered approach to workforce learning — identifying real needs, curating relevant experiences, and redesigning how opportunities are communicated across the organization.

ORGANIZATIONCoServ

ROLETraining & Development Specialist

FOCUSLearning strategy · Program design · Instructor collaboration

YEAR2025

Original 2024 Training and Development Plan cover with outdoor adventure photography — BEFORE / 2024Original training catalog

Actual redesigned 2025 Training and Development Plan cover showing an illuminated open doorway — AFTER / 2025Redesigned training catalog

The courses weren't the starting point. The people were.

I began by listening — through everyday conversations and working relationships with employees and leaders — to understand what was working, what was challenging, and where learning could make a difference.

I paired those insights with a structured leadership survey to prioritize topics, then collaborated with instructors to tailor the content, deliver the experience, and continuously refine it based on feedback and emerging needs.

♧

LISTEN

Conversations and working relationships to surface real needs.

▥

PRIORITIZE

Leadership surveys to focus on what would have the greatest impact.

◎

CURATE

Interview and select instructors with the right expertise and flexibility.

◇

COLLABORATE

Shape and adapt content to our environment and goals.

↻

EVOLVE

Use questions, feedback, and current events to continuously improve.

FEATURED COURSES01 / 11

Living Our Values course description and Key Takeaways from the original CoServ 2025 catalog

MY CONTRIBUTION

WHY I SELECTED IT

Each course card is a purpose-designed image containing the original 2025 catalog description and Key Takeaways verbatim. Instructor names and schedules are omitted. Original PDFs are not provided.

The catalog was the interface, not the entire solution.

The redesigned 2025 plan organized learning requirements by audience, made course descriptions easier to scan, surfaced Key Takeaways, and offered a consolidated schedule. These decisions helped employees see what applied to them and why a course might be worth their time.

My contribution extended beyond the document: I developed the initial outline for Living Our Values and recruited the Chief of Operations to facilitate it; I proposed the two-step Excel pathway; and for other offerings, I selected and collaborated with instructors rather than independently authoring their courses.

How much work are we making the employee do just to understand what we're offering?

This case study describes design intent and professional contributions. It does not claim measured improvements in culture, learning transfer, or performance.